ADAPTATION AND VALIDATION OF SELF-REPORT JOB PRECARIOUSNESS SCALE FOR BRAZILIAN GIG WORK CONTEXT

Nunes, Paula Martins; Proença, Teresa; Todaro, Mauro Enrique Carozzo

doi:10.1590/S0034-759020240502

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ARTICLES • Rev. adm. empres. 64 (5) • 2024 • https://doi.org/10.1590/S0034-759020240502 copy

ADAPTATION AND VALIDATION OF SELF-REPORT JOB PRECARIOUSNESS SCALE FOR BRAZILIAN GIG WORK CONTEXT

Adaptación y validación de la escala de autoinforme de precariedad laboral al contexto brasileño del trabajo gig

Authorship SCIMAGO INSTITUTIONS RANKINGS

ABSTRACT

The research intended to adapt and validate the self-report job precariousness scale for the Brazilian gig work context and to investigate the association of the dimensions of job precariousness with gig workers’ subjective experiences and work outcomes. Exploratory and confirmatory factor analyses were conducted on a sample of 504 Brazilian gig workers. In addition, zero-order correlations were performed on a sample of 304 Brazilian gig workers for criterion validity analysis. Results supported a four-factor structure and the bi-factor model, reinforcing the assumption that the job precarious scale is a multidimensional measure with a hierarchical structure. Reliability analysis (Alpha coefficient and bifactor indices) indicates that the scale presented adequate internal consistency for all four dimensions and the full scale. Results regarding criterion validity demonstrate that job precariousness is negatively linked to well-being and positively associated with ill-being; in addition, the dimensions of job precariousness and remuneration have significative associations with all variables of work outcome investigated. This study introduces the Brazilian version of the self-report job precariousness scale with robust psychometric qualities to assess workers’ perception of precarious working conditions in the Brazilian gig work context. In addition, it broadens the scope of research on precarious working conditions and their impact on psychological experiences and work outcomes.

Keywords:
job precariousness; well-being; ill-being; gig work; validation.

Sample characterization
	Time 1 (N=504)	Time 3 (N=304)
Age	M = 30.79; SD = 9.68	M = 31.20; SD = 9.75
Sex
Female	323 (64.1%)	202 (66.4%)
Male	178 (35.3%)	99 (32.6%)
Non-binary	03 (0.6%)	03 (1.0%)
Educational level
Elementary school	01 (0.2%)	01 (0.3%)
High school	168 (33.3%)	98 (32.2%)
Bachelor’s degree	153 (30.4%)	80 (26.3%)
Specialization/MBA	63 (12.5%)	46 (15.1%)
Master’s degree	85 (16.9%)	56 (18.4%)
PhD	34 (6.7%)	23 (7.6%)
Tenure in gig work
<1 year	103 (22.4%)	60 (19.7%)
1-3 years	182 (36.1%)	110 (36.2%)
3-5 years	87 (17.3%)	55 (18.1%)
>5 years	132 (26.2%)	79 (26.0%)
Weekly dedication in gig work
<10 hours	113 (22.4%)	72 (23.7%)
10-20 hours	143 (28.4%)	92 (30.3%)
20-30 hours	85 (16.9%)	52 (17.1%)
30-40 hours	85 (16.9%)	47 (15.5%)
>40 hours	78 (15.5%)	41 (13.5%)

	Structure coefficients				Pattern coefficients
	JF	JR	JS	JC	JF	JR	JS	JC
Você consegue tirar férias ou interromper o trabalho sem preocupar-se em ser penalizado? (R) Are you able to take time off for a holiday or break from work without worrying about losing your job or being penalized? (R)	.829				.807
Você pode tirar uma folga se não estiver sentindo-se bem sem preocupar-se em ser penalizado? (R) Are you able to take time off if you are unwell without worrying about losing your job or being penalized (e.g., hours cut)? (R)	.930				.927
Você pode tirar uma folga por motivos pessoais sem preocupar-se em ser penalizado? (R) Are you able to take time off for personal reasons without worrying about losing your job or being penalized? (R)	.933				.943
Você pode opinar sobre quantas horas você trabalha por semana? (R) Do you have a say in how many hours you work each week? (R)				-.886				-.895
Você consegue negociar seu horário de trabalho (por exemplo, os dias e horários em que trabalha)? (R) Are you able to negotiate your work schedule (e.g., the days and times you work)? (R)				-.860				-.846
Como trabalhador independente, você consegue negociar as condições de trabalho que mais lhe convêm? (R) Are you able to negotiate working conditions that better suit you? (R)				-.829				-.822
Seu pagamento atende despesas inesperadas? (R) Does your pay meet unexpected expenses? (R)		-.844				-.804
Seu pagamento permite gastos opcionais (por exemplo, férias, restaurantes, hobbies)? (R) Does your pay enable discretionary spending (e.g., holidays, eating out, hobbies)? (R)		-.835				-.787
Seu pagamento cobre suas necessidades básicas (por exemplo, comida, aluguel/renda, empréstimos, contas)? (R) Does the pay from your job/s cover your basic needs (e.g., food, rent/loans, bills)? (R)		-.784				-.830
Você está preocupado em perder sua ocupação atual em um futuro próximo? Are you concerned about losing your current job in the near future?			.843				.825
As pessoas no seu contexto de trabalho estão preocupadas com a possibilidade de perderem a ocupação em um futuro próximo? Are colleagues at your workplace concerned that they will lose their job in the near future?			.823				.846
A sua ocupação atual é insegura (por exemplo, ela pode ser facilmente rescindida pelo seu empregador/cliente)? Is your current job insecure (e.g., your job could easily be terminated by your employer)?			.700				.688

Model	x²	x^2/df	df	cfi	rmsea (90% ci)	BIC	AIC
Model 1	1143.053	21.168	54	.552	.202 (.192 - .212)	1292.011	1191.053
Model 2	89.324	1.861	48	.983	.042 (.028 - .055)	275.521	149.324
Model 3	94.032	1.881	50	.982	.042 (.029 - .055)	267.816	150.032
Model 4	65.612	1.458	45	.992	.030 (.011 - .046)	270.429	131.612

	General dimension Job Precariousness	Specific dimensions
Job conditions
Item 1	.527	.689
Item 2	.531	.588
Item 3	.536	.467
Job remuneration
Item 1	.511	.623
Item 2	.511	.616
Item 3	.200	.572
Job flexibility
Item 1	.469	.498
Item 2	.522	.750
Item 3	.511	.777
Job security
Item 1	.480	.651
Item 2	.340	.621
Item 3	.385	.350

Dimension	Cronbach’s alpha coefficients
Dimension	Brazilian version	Original version
Full scale	.82	.83
Job conditions	.82	.82
Job remuneration	.76	.87
Job security	.70	.79
Job flexibility	.88	.86

Dimension	ECV	Omega/ OmegaS	OmegaH/ OmegaHS	Relative Omega
General factor	0,37	0,90	0,63	0,70
Job security	0,55	0,83	0,45	0,55
Job flexibility	0,66	0,78	0,54	0,69
Job remuneration	0,65	0,88	0,57	0,65
Job conditions	0,65	0,72	0,46	0,64

Variable	1	2	3	4	5	6	7	8	9	10	11	12	13	14	15	16
1.AGE	--
2.EDU	.51^ p <.01;	--
3.TENU	.43^ p <.01;	.20^ p <.01;	--
4.WEHO	.07	.08	.07	--
5. JP	.09	.03	.02	-.04	--
6. JC	.08	.01	-.05	.11	.65^ p <.01;	--
7. JR	.04	-.03	-.03	-.28^ p <.01;	.64^ p <.01;	.25^ p <.01;	--
8. JS	-.00	.05	-.05	.07	.65^ p <.01;	.23^ p <.01;	.25^ p <.01;	--
9. JF	.10	.04	.10	-.00	.75^ p <.01;	.35^ p <.01;	.28^ p <.01;	.35^ p <.01;	--
10. WELL	.16^ p <.01;	.05	.12^* * p <.05	.09	-.43^ p <.01;	-.36^ p <.01;	-.30^ p <.01;	-.34^ p <.01;	-.24^ p <.01;	--
11. ILL	-.20^ p <.01;	.02	-.02	.14^* * p <.05	.34^ p <.01;	.27^ p <.01;	.17^ p <.01;	.26^ p <.01;	.27^ p <.01;	-.56^ p <.01;	--
12. CREA	.03	.08	.01	.12^* * p <.05	-.47^ p <.01;	-.30^ p <.01;	-.48^ p <.01;	-.29^ p <.01;	-.25^ p <.01;	.40^ p <.01;	-.21^ p <.01;	--
13. INTE	-.16^ p <.01;	-.08	-.08	-.01	.40^ p <.01;	.19^ p <.01;	.31^ p <.01;	.30^ p <.01;	.27^ p <.01;	-.35^ p <.01;	.33^ p <.01;	-.39^ p <.01;	--
14.JOBS	.09	.05	.01	.04	-.47^ p <.01;	-.35^ p <.01;	-.29^ p <.01;	-.34^ p <.01;	-.31^ p <.01;	.66^ p <.01;	-.45^ p <.01;	.47^ p <.01;	-.47^ p <.01;	--
15.PERF	.02	-.09	.01	.11	-.23^ p <.01;	-.10	-.22^ p <.01;	-.21^ p <.01;	-.12^* * p <.05	.32^ p <.01;	-.27^ p <.01;	.28^ p <.01;	-.18^ p <.01;	.40^ p <.01;	--
16.GINC	.30^ p <.01;	.35^ p <.01;	.24^ p <.01;	.35^ p <.01;	-.26^ p <.01;	-.04	-.44^ p <.01;	-.10	-.11	.18^ p <.01;	-.05	.35^ p <.01;	-.33^ p <.01;	.20^ p <.01;	.09	--

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